Beruflich Dokumente
Kultur Dokumente
REAL-ESTATE INDUSTRY
DLF
Submitted in partial fulfillment for
The award of the Diploma of
Post Graduate in Management
Session- 2010-2012
Submitted to:
Submitted By:
SUNIL KUMAR
Roll No-PG -10107
PGDM II Trimester-Sec- B
DEPARTMENT OF MANAGEMENT
DEPARTMENT OF MANAGEMENT
DECLARATION
I SUNIL KUMAR bearing Roll No PG-10107 Class P.G.D.M 2 nd Trimester of the
Institute of Management Studies, Noida hereby declare that the Seminar Report208 entitled on DLF am an original work and the same has not been submitted to
any other Institute for the award of any other diploma. The suggestions as
approved by the faculty were duly incorporated.
Signature of Student
Countersigned
Signature of Faculty Guide
Kumar
Sunil
AKNOWLEDGEMENT
Success is an effort bounded actively, involving the co-operation of all to
Create and formulate the project report. I would be thankful to the entire
Individual who served me as a true guide and epitome of knowledge.
I am deeply indebted to my teacher Miss PARUL PURI for boosting me to
Complete the project.
I would also like to thanks to my colleagues who volunteered to give their
help at critical moment for the completion of the project.
Sunil Kumar
Signature of student
INDEX
1. INDUSTRY DETAILS
2. COMPANY SPEFICATION
I. VISION
II. MISSION
III. VALUES/CODE OF CONDUCT
IV. HISTORY/MILESTONE
V. STATEGIC BUSINESS UNIT
VI. MANAGEMENT TEAM
VII. PRODUCTS
VIII. MERGERS/ACQUISITIONS/STRATEGIC ALLIANCES
IX. CSR
INDUSTRY DETAILS
DLF Limited, is India's largest real estate company in terms of revenues, earnings,
market capitalization and developable area. It has over 60 years of track record of
sustained growth, customer satisfaction, and innovation. The company has 406 msf
of planned projects with 57 msf of projects under construction.
DLF's primary business is development of residential, commercial and retail
properties. The company has a unique business model with earnings arising from
development and rentals. Its exposure across businesses, segments and
geographies, mitigates any down-cycles in the market. DLF has also forayed into
infrastructure, SEZ and hotel businesses.
Development Business
The development business of DLF includes Homes and Commercial Complexes
The Homes business caters to 3 segments of the residential market - Super Luxury,
Luxury and Mid-Income. The product offering involves a wide range of products
including condominiums, duplexes, row houses and apartments of varying sizes.
DLF is credited with introducing and pioneering the revolutionary concept of
developing commercial complexes in the vicinity of residential areas. Since its
inception in 2007, DLF has successfully launched commercial complexes and is in
the process of marking its presence across various locations in India.
The development business at present has 307 msf of development potential with 41
msf of projects under construction.
Annuity Business
The annuity business consists of the rental businesses of offices and retail.
With over six decades of excellence, DLF is a name synonymous with global
standards, new generation workspaces and lifestyles. It has the distinction of
developing commercial projects and IT parks that are at par with the best in the
world. DLF has become a preferred name with many IT & ITES majors and
leading Indian and International corporate giants, including GE, IBM, Microsoft,
Canon, Citibank, Vertex, Hewitt, Fidelity Investments, WNS, Bank of America,
Cognizant, Infosys, CSC, Symantec and Sapient, among others.
DLF pioneered the retail revolution in the country and brought about a paradigm
shift in the industry by redefining shopping, recreation and leisure experiences
with the launch of City Centre in Gurgaon in 2000. The Retail Malls business is a
major thrust area for DLF. Currently, DLF is actively creating new shopping and
entertainment spaces all over the country.
The company has land resource of 89 msf for office and retail development, with
16 msf of projects under construction.
DLF owns and operates the luxurious Aman Resorts across the world and also has
an alliance with Hilton Group for development and management of hotels in India.
The hotel business is currently undergoing a comprehensive review by the
company as regards its future plans, commitment towards resources and the extent
of scale and size that the company aspires to achieve in this segment. DLF has a
development potential of 11 msf for its hotel business.
VISION
To contribute significantly to building the new India and become the worlds most
valuable real estate company.
MISSION
To build world-class real-estate concepts across six business lines with the highest
standards of professionalism, ethics, quality and customer service
VALUES/CODE OF CONDUCT
VALUES:
CODE OF CONDUCT:
1. Introduction
DLF Limited and its subsidiaries (hereinafter referred to as the Company) is a
professionally managed Company emerging as the one of the foremost enterprise
in real estate development. It has over 60 years of experience, an established brand
name, a highly experienced, qualified and motivated management team with a high
reputation for project execution. The formation and management of many
subsidiary and partnership companies is considered necessary in real estate
development to ensure effective governance in dealing with legal and commercial
requirements.
The Companys philosophy on Corporate Governance is built on a rich legacy of
fair, transparent and effective governance. This includes respect for human values,
individual dignity and adherence to honest, ethical and professional conduct. This
enables customers and all stake holders to be partners in the Companys growth
and prosperity.
The Companys Code of Conduct not only ensures compliance with the Company
Law, the provisions of the listing agreement with Stock Exchanges and other laws,
but goes beyond to ensure exemplary Corporate Governance. Accordingly, the
Board of Directors of DLF Limited have adopted the following code that details
the following:
2. Objective
This code of conduct document has been created in furtherance of the Companys
commitment to building a strong culture of corporate governance by promoting the
importance of ethical conduct and transparency in the conduct of its operations.
This code lays down the standards of conduct that shall apply to its Directors and
all Employees of the Company and shall come into force with effect from 21st day
of March, 2007.
3. Definitions
The definitions of some of the key terms used in this Code are given below
i.
ii.
iii.
iv.
4. Applicability
This Code is applicable to the following:
a.
b.
This Code does not address every possible form of unacceptable conduct and it is
expected that the Directors and the Employee shall apply their sound judgment to
comply with the principles set forth in the Code.
5. Standards of Conduct
The Directors and employees shall conduct the Company's business in an efficient
and transparent manner in meeting its obligations towards the shareholders and
other stakeholders. The Directors and employees shall not be involved in any
activity that would have any adverse effect on the objectives of the Company or
against national interest. The following elucidates the Companys position on the
manner of conduct of the Companys business and transactions:
a) Compliance with applicable laws
DLF requires that its employees and Directors strictly comply with the applicable
laws and regulations in the conduct of its business, both in letter and spirit. If the
ethical standards set forth in this policy are more rigorous than the applicable laws
and regulations, then the standards of the DLF Code of Conduct shall prevail.
b) Business opportunities
The Directors and Employees are hereby prohibited from taking for themselves
personally, any opportunities that are discovered through the use of Companys
property, information or position, unless the opportunity is disclosed fully in
writing to the Corporate Governance Committee and the Corporate Governance
Committee authorizes the said Director or the Employee to pursue such
opportunity.
c) Acceptance of Employment / Position of responsibility
Employees are expected to devote their total attention to the business interests of
the Company. Prior approval of the Corporate Governance Committee must be
sought in writing prior to accepting any position of employment or responsibility
(such as Directorship etc.) outside the Company.
Directors other than Non-Executive and Independent Directors are required to
obtain the express approval of the Corporate Governance Committee prior to
accepting any Directorship outside the Company.
ii.
Does not omit any material fact or has contents that might be misleading;
and
iii.
The Directors and Employees shall ensure that there shall be no willful omission of
any Company transactions from the books and financial records and all required
information shall be provided to the Auditors.
g) Health, Safety and Environment
The Company strives to provide a safe and healthy working environment and
comply, in the conduct of its business affairs, with all regulations regarding the
preservation of the environment of the territory it operates in. The Company is
committed to prevent the wasteful use of natural resources and minimize any
hazardous impact of the development, use and disposal of any of the intermediaries
or direct materials used in its product and service offerings on the ecological
environment.
h) Protection of the Companys Assets
The Companies Assets shall be protected from theft, loss, damage or misuse and
shall not be employed for conducting any illegal activity or for purpose other than
in the transmission of inappropriate messages. The Company also reserves the right
to monitor electronic usage and files on the system as and when deemed necessary.
n) Fair treatment of Employees, Working Environment and Child Labour
DLF is committed to recruiting, employing and promoting employees on the sole
basis of the qualifications and the abilities needed for the work to be performed,
without regard to race, age, sex, caste, national origin or any other non-relevant
category.
DLF is furthermore committed to providing a working environment that is free
from unlawful harassment and prohibits any sexual harassment and harassment
based on race, age, national origin, caste, medical condition, childbirth or related
condition, physical or mental disability or any other form of harassment that is
unlawful. Where the employee has been unlawfully harassed, he/she should submit
a complaint to the Chief Executive (Corporate Affairs). Where an employee feels
that he/she has been sexually harassed, he/she shall submit a complaint to the
Officer designated for receiving these complaints.
It is DLFs policy to offer to its employees a safe and healthy workplace. DLF is
against all forms of exploitation of children and believes in abiding by the laws and
applicable regulations for prevention of child labour.
6. Consequences of non-compliance with the Code
The matters covered in this Code are of the utmost importance to the Company, its
stockholders and its business partners, and are essential to the Company's ability to
conduct its business in accordance with its stated values. We expect all of our
Directors and Employees to adhere to these rules in carrying out their duties for the
Company.
The Company will take appropriate action against Director or the Employee whose
actions are found to violate these policies or any other policy of the Company.
7. Consultation and reporting
In case of any doubts/clarifications in relation to the application of the Code of
Conduct, Employees are requested to consult in writing with the Chief Executive
(Corporate Affairs) in the Company. Where Chief Executive (Corporate Affairs) in
the Company or the Directors need any clarifications in relation to the application
of the Code of Conduct, they should consult in writing with the Corporate
Governance Committee.
Where any Director or Employee notes an act inconsistent with the principles set
forth in the Code of Conduct, he should report the same to the Chief Executive
(Corporate Affairs) in the Company. Chief Executive (Corporate Affairs) in turn is
required to compile all such instances in a report along with suitable
recommendation on the action required to the Corporate Governance Committee.
Such report should be presented at least on a quarterly basis or sooner, depending
on the nature of the complaint. Alternatively, the Director or Employee may use the
Whistle-Blower mechanism provided by the Company to report any instances of
violation of the Code of Conduct.
8. Amendments and waivers
The Code may be amended or modified by the Board after due consultation with
the Corporate Governance Committee. Any waiver of any provision of this Code